Human Capital Training
Effective Recruitment and selection processes in an organization is critical in order to attract an effective and talented workforce. This ultimately determines the ongoing growth, profitability, and success of the business.
“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” - Lawrence Bossidy, Former COO of General Electric
Who should attend?
Any employee involved in recruitment and selection processes.
The course will address frequently asked questions such as:
- What does today’s workforce and recruitment landscape require?
- How do I do a proper job analysis and job description?
- How do I prepare to conduct an interview?
- What are the steps I have to take to conduct the perfect interview?
- How do I Spot Potential Attitude Warning Signs in the Interview Process?
- What should be included in a job offer?
- How do I negotiate well?
Part 1: Recruitment
- Understanding and unpacking recruitment
- Today’s workforce and recruitment landscape
- 15 recruitment techniques you should be using in 2021
Part 2: Job analysis and job descriptions
- What is the definition of job analysis?
- How to do a thorough job analysis
- What is a job description?
- The 6 important job details to determine before you start hiring
- Use the Job Description for Successful Employee Recruitment
- Steps in Developing a Job Description
- The Components of a Job Description
- How to write a thorough job description
Part 3: The Interview
- How to prepare yourself for conducting an interview
- How to prepare the room or online platform for conducting an interview
- Top communication tips
- How to conduct a thorough interview
- Interview Tips for the Interviewer
- 12 steps to help you conduct the perfect job interview
- 3 Revealing Interview Questions
- How to Spot Potential Attitude Warning Signs in the Interview Process
- Behavioural Interview Questions That Reveal Motivation and Attitude
- When Interviews Go Wrong
Part 4: How to Make a Job Offer to a Prospective Employee
- What should be included in a job offer?
- Use effective offer letter templates
- How to deal with a counter-offer
- Negotiating the terms of employment
It is imperative for employers and employees to have a good understanding of the laws governing employment relationships. It is the employer’s prerogative to manage discipline in the workplace. In order for employers to be fully compliant with legislation, due process must be adhered to. A chairperson’s role in complying with labour laws, would require strict adherence to procedural fairness. This is a comprehensive guide to assist chairpersons in fulfilling this legal obligation.
The course is interactive and fun. Use of real-life cases and incidents make the session vibrant and interesting.
The course will address frequently asked questions such as:
- What are the different types of dismissals?
- What are the requirements of the Labour Relations Act?
- What are the conduct requirements of the chairperson?
- What are possible sanctions?
- Which steps should be followed by the chairperson?
The primary object of this course is to impart the knowledge and skill, gained over more than two decades, that the facilitator has acquired as an arbitrator at CCMA/Bargaining Council and in her private capacity. As an arbitrator, one gains the insight into what evidence is relevant and crucial. Hence sound training of an initiator would be beneficial in presenting reliable and relevant evidence, resulting in favourable decisions.
The course will address frequently asked questions such as:
- What gives rise to discipline in the workplace?
- When do you invoke informal procedures prior to taking formal action?
- What are the different types of dismissals?
- What are the different types of sanctions?
- How do you draft charges or allegations?
- How do you prepare for a hearing?
This interactive course will enable all delegates to practically interpret the Employment Equity Act. They will be able to use this training and the information as a blueprint for establishing an Employment Equity Committee and will in addition gain an understanding of the link between Employment Equity, Skills Development, B-BBEE & your organisation’s Strategic Objectives.
The course will address frequently asked questions such as:
- What is the purpose of the Skills Development Act?
- How do I practically interpret the Employment Equity Act?
- How do I develop an Employment Equity Plan and a Workplace Skills Plan?
- What are the answers to FAQ’s around levies and learnerships?
- What are the legal aspects I have to consider regarding recruitment?
EMPLOYMENT EQUITY ACT 55 OF 1998
Including January 2014 Amendments (Effective 1 August 2014)
The purpose of the Employment Equity Act, No 55 of 1998 is to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination and implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure equitable representation in all occupational categories and levels in the workforce.
In this powerful training course on Interview Skills And Techniques, delegates will learn how to develop effective skills to handle an interview by developing an understanding of the various types of candidates, conduct an interview by following a specific structure, and use effective communication techniques when interviewing.
"Interviewer: "If the Earth rotates 30 times faster, what will happen?" Candidate: "We will get our salary everyday"
The course will address frequently asked questions such as:
- How do I prepare to conduct an interview?
- What are the steps I have to take to conduct the perfect interview?
- How do I Spot Potential Attitude Warning Signs in the Interview Process?
- What are the Behavioural Interview Questions That Reveal Motivation and Attitude?
- What do I do when the interview goes wrong?
This training course looks at why performance management is critical to business success, managing poor performance and motivation of your team.
“In business, words are words; explanations are explanations; promises are promises, but only performance is reality.” - Harold S. Green
The course will address frequently asked questions such as:
- Why is performance management critical to business success?
- What are the basic elements of performance management?
- How to set performance objectives and goals that align with your strategy?
- How to conduct a successful employee performance review?
- How to listen actively and give proper feedback?
- How to address poor performance and have that difficult conversation?
The basic HIV & AIDS awareness training course has been developed for those who want to educate and improve their own general HIV & AIDS knowledge.
The course will address frequently asked questions such as:
- What is HIV/AIDS?
- How does HIV/AIDS get transmitted?
- What are the myths around HIV/AIDS?
- How can you live positively with HIV/AIDS?
- How do you test for HIV/AIDS?
- The Basic Rights of People Living with HIV/AIDS in the Workplace
This training course covers the skills and knowledge needed to be an effective HIV / AIDS peer educator.
“Change your Perceptions, Change HIV & AIDS Stigma”
HIV Peer education is one of the best methods used to combat HIV/AIDS in the workplace. Peer education involves selecting appropriate company members and then training them in HIV/AIDS awareness and prevention. They, in turn, educate their fellow employees.
Objectives of the course.
- According to the latest UNAIDS report, South Africa ranks as the country in the world with the most people living with HIV and AIDS. In today’s modern society HIV and AIDS are seen as a manageable disease, but the ancient grip of stigma still raises its ugly head everywhere in the world. Through education and training we can change our perceptions & attitudes and behaviors around HIV and AIDS and stop fuelling this epidemic with ignorance, discrimination, fear and silence.
- The course explores critical issues of HIV and AIDS and its impact upon infected and affected people.
- Peer educators are trained not only to be compassionate in their implementation of HIV/AIDS projects, but also effective in terms of skills and methodologies.
- They will also be encouraged to create safe and trustworthy contexts within which people infected or affected by HIV can find help and direction.
- Peer educators will be trained in interactive methodologies and taught to manage colleagues in a sensitive, professional and appropriate manner.
- Manuals are provided and contain questionnaires, problem solving sessions and group activities that ensure maximum participation throughout the course.
The HIV/AIDS Awareness Training for Managers training course will give people in managerial positions the opportunity to educate themselves and equip them with tools and the relevant HIV & AIDS knowledge to manage and educate their teams effectively.
The course will address frequently asked questions such as:
- What is HIV/AIDS?
- What role can employers play in the fight against HIV & AIDS?
- What is the impact of HIV/AIDS on the workplace?
- How do you manage an HIV positive employee?
- What are the rights of employees living with HIV & AIDS?
- What are the rights of employers who have HIV/AIDS employees?
This training course will equip delegates with the necessary skills to fully understand the importance of workplace counselling and with the tools to implement a counselling approach to help unlock potential, reinforce strengths and counteract any negative behaviour, all with the aim of maximizing the individual’s performance.
The course will address frequently asked questions such as:
- What is workplace counselling?
- When is workplace counselling necessary and what does it achieve?
- What skills do I need to do workplace counselling?
- What are the do’s and don’ts of workplace counselling
- What are the critical steps before, during and after counselling